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Every employee has a contract of employment and such a contract always exists between an employer and an employee – whether it is a written contract or a verbal agreement. If your employment contract is verbal, your employer may have breached employment legislation as, although there is no legal requirement to provide a written contract of employment under s1 of the Employment Rights Act 1996, all employees are entitled to receive a statement of the terms of their employment.
The more control an employer can give to a solicitor in the early stages of the recruitment process the better – from the wording of a job advertisement through to the final offer letter.
A variety of factors need to be considered in order to draft an employment contract that is appropriate for both the employer and employee, including matters such as the employee’s duties, the flexibility of operations and any rights to vary the contract.
Many employees in the UK have never seen their written employment contract, meaning the scope for misunderstanding or misinterpreting the specifics of their contract is considerable.
At Kew Law we can provide expert advice on employment contracts for both employers and employees. Employment law is constantly changing and therefore it is essential to keep up to date with the latest regulations.
Our expert team of employment law solicitors can provide you with expert legal advice for any issues you may be facing with a new or existing contract of employment. We can also assist you in negotiating more advantageous terms for your contract, where appropriate.
At Kew Law we have the experience and the expertise to best advise you on all aspects of an employment contract including points such as:
We also act on your behalf if any employment contract disputes arise, such as:
Contact us for an initial discussion or to make an appointment with an employment law solicitor. Call us on 0333 322 1000 or 0800 987 8156.
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